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Diversity and Inclusion Task Force Report

Recommendation 2: Achieve greater representation of BIPOC as well as other identifications of underrepresentation on the Trinity Board of Trustees. Rationale: In the United States, we have come a long way from institutions that were entirely and primarily male for much of our history. Yet, university trustees remain overwhelmingly White male over 50 creating an urgent need for diversity and inclusion at this level (AGB, 2020). Fundamentally, greater BIPOC as well as other identifications of diversity among Trinity University Board of Trustees corresponds to greater innovation, increased diverse perspectives, and better problem-solving. Furthermore, greater diversity at the highest decision-making level will have influences top-down and will permeate institutional systems, resource-allocation, strategic planning, and more. Currently, the Trinity Board of Trustees recognizes a need for greater diversity and is making progress in that area, especially related to gender makeup; however, the majority of the current members identify as a White male. The Board is limited in size by charter but presently has not achieved full membership. Therefore, opportunities exist for membership growth that can meet this recommendation for greater diversity in the Trinity Board of Trustees’ representation. Stakeholders: President, Board of Trustees Recommended Actions

Performance Indicators

Responsible Parties

Charge the Board of Trustees to examine board policies, procedures, and actions that will lead to diversifying board membership.

Outcomes of this process will be shared with University leadership and the TU community broadly.

President; Board of Trustees Executive Committee

Charge the Board of Trustees to explore the advantages and disadvantages of Board term limits.

Term limits will be on, at least, two future Board agendas to achieve discussion, consideration, and final decisions.

President; Board of Trustees Executive Committee

Suggested Timeline: ● Identify future Board of Trustee meetings in 2020-2021 at which diversity, equity, and inclusion efforts for membership are discussed. Consideration of this topic for priority as a standing agenda item or committee responsibility should be discussed. ● The Board should discuss with the President and the Executive Leadership Team any outcomes of these discussions and any actionable items that can lead to greater racial diversity on the Board by the beginning of the May 2021 Board meeting.

Diversity and Inclusion Task Force Report

Articles inside

APPENDIX F: HEDS DIVERSITY AND EQUITY CAMPUS CLIMATE SURVEY

APPENDIX G: EXECUTIVE SUMMARY OF STAND BY SYSTEMS II (SBS), INC. CAMPUS WIDE INTERVIEWS

APPENDIX D: TRINITY UNIVERSITY FACULTY STATEMENT IN SOLIDARITY WITH BLACK LIVES MATTER

APPENDIX C: STATEMENTS FROM STAKEHOLDER GROUPS

APPENDIX B: GLOSSARY OF TERMS

APPENDIX A: REFERENCES

Recommendation 3: Encourage culturally responsive teaching strategies, including anti racist pedagogy. Provide professional development and other resources to support the adoption of such a pedagogy

Recommendation 2: All academic units must review their curricula and consider how they might incorporate diversity in an appropriate, meaningful fashion

Recommendation 1: Expand and infuse a commitment to diversity, equity, and inclusion throughout academic departments, interdisciplinary programs, and First Year Experience using appropriate curriculum and instructional practices

Recommendation 9: Trinity must prepare students to succeed in a diverse, multicultural workplace

Recommendation 8: Increase the number of opportunities for alumni to receive awards and honors

Recommendation 7: Create a campus wide oral history project which will include a

Recommendation 6: Support staff education and training efforts that build individual awareness of and capacity for issues of diversity, equity, and inclusion and collective action in support of an anti bias and anti racist community

Recommendation 5: Increase empowerment and engagement of BIPOC alumni

Recommendation 4: Use existing and new forms of data to inform institutional diversity, equity, and inclusion efforts

Recommendation 3: Track student participation in extracurricular, co curricular, and experiential learning activities, and seek to broaden participation in such activities for students from historically underrepresented groups

Recommendation 2: Engage all students in ongoing and robust professional development and education around all issues of diversity, equity, and inclusion throughout the duration of their time at the university

Recommendation 1: Create a culture of dialogue and communication for diversity, equity, and inclusion by providing safe spaces, opportunities, and platforms for all members of the Trinity community

Recommendation 8: Actively communicate information, processes, and practices related to diversity, equity, and inclusion efforts from all major campus units

Recommendation 7: Retain talented employees from all BIPOC and underrepresented constituents by improving campus climate and providing sufficient and appropriate institutional support

Recommendation 2: Increase the number of BIPOC and other underrepresented groups of faculty at Trinity

Recommendation 5: Require the adoption of best practices of diversity, equity, and inclusion in the hiring process for all faculty and staff

Recommendation 3: Increase the number of exempt (“contract”) and non exempt (“classified”) BIPOC and other underrepresented staff members

CATEGORY 3: RECRUITMENT AND RETENTION

Recommendation 4: Provide mentoring for underrepresented student, faculty, and staff populations

Recommendation 5: Create a center devoted to university wide issues of Diversity, Equity, and Inclusion

Recommendation 3: Develop diversity, equity, and inclusion assessment mechanisms to foster accountability

Recommendation 4: Develop a university wide culture of celebrating progress

Recommendation 2: Achieve greater representation of BIPOC as well as other identifications of underrepresentation on the Trinity Board of Trustees

Recommendation 2: Develop a culture of community education and community improvement

Recommendation 4: Inform faculty, students, and staff that Trinity’s Anti Harassment

CATEGORY 1: ADMINISTRATIVE STRUCTURE AND SUPPORT

Foreword

CATEGORY 2: CAMPUS, ALUMNI, AND COMMUNITY ENGAGEMENT